WHAT CAN A COMPENSATION CONSULTANT DO FOR YOU?

(all organizations submitting these testimonials will be provided upon request)

“We didn't know where our pay rates stood against the marketplace. We didn't know if we were underpaying or overpaying.” (A Rhode Island non-profit Community Action Program)

Westminster Associates obtained pay survey data for their key benchmark job classifications, and built a pay structure (i.e. an integrated series of pay ranges) that corresponded to the current marketplace. A pay structure linked to the market can not only save compensation dollars, but reduces time spent in pay administration.

“Our workforce culture worked against the objectives of our organization. We wanted to identify what our employees' perceptions of our agency were and make a plan for improvement.” (A home health care agency in W. Massachusetts )

Westminster Associates conducted a Culture Audit to identify the underlying factors that affected their employees' views, positive and negative, of the workplace. Two years later we updated the results of the Culture Audit and demonstrated that positive changes had occurred as planned.

“Our Association needed a third party to conduct our annual pay survey for the benefit of our membership. We've used Westminster Associates to do so since 1988!” (A home health care Association in Massachusetts )

Westminster Associates designed and conducted a pay survey for this Association to permit its membership to know what other similar organizations pay their employees in benchmark job classifications. It is a valuable member benefit, and has been conducted every year since retaining Westminster Associates in 1988.

“We needed a competency-based bonus program to reward our highest level performers.” (A non-profit Community Health Center in Rhode Island )

Westminster Associates facilitated a committee to design the plan and recommended a mathematical technique for distributing all budgeted dollars in a fair, equitable manner. The program rewards only the very best performers, using criteria that complement their performance appraisal program factors. The new bonus program encourages behavioral change over time to improve individual and organizational performance.

“We needed a way to fairly determine the internal relative worth of our job classifications.” (A home health care agency and hospice in Massachusetts )

Westminster Associates facilitated an employee committee to identify “job evaluation” factors, and then documented the Plan. The committee then tested the new Job Evaluation Plan and evaluated the relative worth of all job classifications using the new Plan under the guidance of Westminster Associates. At the end, Westminster Associates built a pay structure using pay survey data.